Gear Up for the Talent Wars
Interactive's bounced back -- and the projects are piling up. How can an agency ensure it's finding the right talent?
Interactive's bounced back -- and the projects are piling up. How can an agency ensure it's finding the right talent?
I wrote a short article last month on the growth of online advertising and the shortage of talent available to deliver on the promise of these optimistic projects.
Talent is the most important, and most overlooked, potential constraint to the future of our industry. As I stated in the piece:
Interactive agencies, advertisers, and portal companies are all pursuing the same media-related skill sets, and the pool of talent is relatively small. Why? During the dark days of the Internet, roughly 60% of online media professionals left the industry to pursue other opportunities or career paths. What remains today is relatively small group of hardened Internet professionals who are commanding prestigious Internet roles and generous salaries.
Yahoo‘s and Google‘s recent earning announcements were very clear, very public pronouncements about the health of our business. The industry is experiencing a creative renaissance, and it’s a wondrous thing. Growth is the lifeblood of any professional services firm. In this business, it allows creative minds the freedom to work on a variety of intriguing marketing problems.
This stretches people, requires they take on more responsibility, and offers opportunities for advancement. More important, growth also provides opportunities for people who feel it’s time for a new venture with a different company. This ebb and flow of talent keeps companies fresh and dynamic. Companies are like mini-ecosystems (think of an estuary or tidal pool); many dynamic forces must remain in balance for the ecosystem to flourish. Too little movement, it becomes stagnant. Too much, and it becomes a swirl of sediment or, worse, empties into the sea. Nature solves this in the ecosystem’s composition. For us mere mortals, it’s much more challenging.
Superior talent seeks those agencies that offer the prized rewards. For many, that’s an exciting and complex problem to solve. The agency must have a client set that’s bold, dynamic, and innovative. Great people also want great peers who will collaborate with them to generate the big ideas that solve problems. More than ever, innovation and creativity are the product of collaborative efforts extending well beyond the traditional pairing of an art director and a writer who generated great ads in the past. Big ideas can come from anywhere.
Our job as agency leaders — and this extends to the client side — is to attract and retain superior talent and provide an environment in which innovation and creativity can flourish. Sounds simple on the surface, but it’s very challenging when you break the problem down. How do you ensure you’re adding great talent?
My agency has a rigorous recruiting process. All prospective hires coming in for an interview must write an essay on an exceptional experience they’ve had in life (“exceptional experience” is our brand promise). It serves two purposes. First, it reinforces what we’re about. Second, it gives us some insight into the person; how they think, how they express themselves. We want people who “think different.” Senior-level hires then have a week to prepare a one-hour case study presentation on the same topic. It’s a lot of work, but most candidates like it. If they decide not to participate, then they’re not really interested in us. Everyone on our team agrees it gives us a new level of insight into candidates. It’s better to miss out on a candidate than to hire someone who doesn’t fit.
Assuming you have rich, complex problems to solve, how do you create an environment where great talent flourishes?
Today’s talent market is hot. Very hot. In fact, the first interactive advertising job fair in recent history was held in New York last month. Agencies, media companies, and clients are all seeking the same great talent. Let the best company win!